The Relation Between Masculine Role Conflict and Psychological Distress in Male University Counseling Center Clients

This is the first study to examine the relations between components of masculine gender role conflict and specific symptoms of psychological distress in a sample of men seeking counseling services. One hundred and thirty male clients from 2 university counseling centers completed the Gender Role Conflict Scale and the Symptom Checklist-90-Revised. Participants reported moderate to high levels of psychological symptoms, which were correlated with components of masculine role conflict. Results of simultaneous multiple regressions supported previous findings in nonclinical samples of relations between masculine role conflict and depression and interpersonal issues. In addition, masculine role conflict significantly predicted paranoia, psychoticism, and obsessive compulsivity. Implications for counseling and future research are discussed.     

Rebuilding the network: New relationships in widowhood

This study examined the formation of nonkin relationships in widowhood, using personal network data from 548 older men and women who lost a partner through death fewer than 10 years earlier. Relationships established after the death of the spouse were cited by 27.6% of the respondents. New relationships with neighbors were cited in particular. New relationships were more often nominated by women than by men. Formation of new relationships was strongly and positively associated with the duration of widowhood, the presence of a new partner, and having put effort into seeking new relationships. The findings suggest that, to gain a proper understanding of why some widowed individuals form new relationships and others do not, knowledge is required about the quality of the social network prior to widowhood.     

THE RELATIONSHIP OF PERSONALITY VARIABLES TO ORGANIZATIONAL WITHDRAWAL

The relationship of personality variables to turnover and absenteeism was investigated using Cattell's 16 PF. Results indicated Factors G (conscientiousness) and Q₄ (anxiety) accounted for most of the predictable variance in both indices or organizational withdrawal. The Porter and Steers "polar" hypotheses for organizational withdrawal were not confirmed except for the anxiety factor. Results are discussed in terms of Lyons'(1972) conclusions on the relationship of absenteeism and turnover and the generality of findings to other samples of employees.